Disruptive technology is driving innovation in many—if not all—industries. From 3-D printing to virtual reality and from the Internet of Things (IoT) to Blockchain, automation, robotics, and Artificial Intelligence (AI) are changing the way we live and work. In many cases, they’re replacing specific tasks and in the process, simplifying procedures and providing more transparency. Blockchain, for example, is a technology that provides a peer-to-peer network to which clients can connect in order to make financial transactions. All of these transactions are recorded in so-called blocks that are securely stored in the database, where they can be verified by clients. This system effectively cuts out the middleman. In other words, two independent parties can securely make financial transactions and maintain meticulous records without making use of (and paying for) the services of a bank or other financial institution.

Clearly, disruptive technology can have far-reaching effects, depending on the industry and application. And if a highly regulated industry like financial services isn’t immune, it’s only logical that professionals in the recruitment field are advised to prepare for how advancements in tech could affect their workplaces and even their jobs.

Consider this: technology is already widely used by recruiters and their clients. Applicant tracking systems, aggregate job boards, and VMS software are all tools that save us considerable time and resources. Technology also makes the job seeking process much easier for applicants by simplifying the search process and streamlining the application procedure.

Now imagine what could happen when powerful technologies like AI and machine learning are integrated into the recruitment and job application processes. For example, machine learning could considerably improve a job seeker’s success rate by continuously fine-tuning the information provided to recruiters based on responses received. Taking it a step further, a job seeker’s avatar might even be able to negotiate with a recruiter’s requisitioning application in a not-too-distant future!

Interestingly, a sample of what’s possible in this area is already in use, according to the StreetInsider.com article “Woo Unveils Disruptive Tool for Recruiting Top Tech Talent.” Earlier this year, Woo.io, an online talent platform, started using a proprietary algorithm that matches—often passive—top tech talent with employment opportunities based on their technical and soft skills, experience, and personal preferences. It also gauges inferred skills—qualities that the platform deduces the candidate possesses based on his or her experience.

The results? An astounding 80 percent of relevant matches! For employers looking to increase the success rates of their hires and contain their talent budgets, this impressive statistic makes Woo an attractive alternative to conventional talent sourcing methods.

For now, the platform is being highlighted as the tool that companies and recruiters can’t do without. But this example certainly raises a number of questions. To what extent will disruptive technology impact the field of recruitment? Which tasks and functions are best left to humans, and which ones can be performed better by smart machines? And perhaps the most important question of all: how can we apply disruptive technology to achieve better outcomes for our clients?

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